Enabling compatibility for all

Silke Eilers works at the Institute for Employment and Employability IBE. As project manager of "ZEITREICH", she and her team researched how work can be organized within the framework of new and more flexible processes in such a way that both employees and employers benefit. The interview focuses on the question: How can the various compatibility interests of employees be taken into account?

What different interests can arise in relation to the topic of compatibility?

Compatibility is often reduced to childcare. In reality, however, it is an issue that accompanies us through all phases of life. There can always be reasons for wanting to work flexible hours or part-time. One person may want to continue their education part-time, another may want to care for their parents and a third may need a lot of extra energy to build their house. Over the course of a working life, there are always situations in which you ask yourself: How can I reconcile all of this? A team can therefore have very different needs. Meeting them all requires a lot of flexibility and understanding - from the employer, but also among colleagues.

How can the needs of all employees be kept in view?

Employers should always check that measures serve as many people as possible. Flexible working hours and home office options not only benefit employees with children, but also those who have a time-consuming hobby or are involved in voluntary work. Of course, these options should be open to everyone. Despite all the flexibility, there must also be reliability. It is therefore important that the team members can talk about their respective needs. This enables them to understand each other better and make agreements. For example, if one person always has to leave on time in the afternoon because they have to pick up their child, the other may be able to take Fridays off. This give and take ensures mutual understanding and acceptance. Establishing this culture requires a great deal of sensitivity on the part of managers.

What do companies gain from taking the needs of all employees into account?

One important aspect is the health and well-being of employees. Employers have nothing to gain from employees overworking themselves. This ultimately has a negative impact on the quality of work and commitment. And in the worst case scenario, dismissal follows. This brings us to the second key point: employee retention. Especially in times of a shortage of skilled workers, it is important to see and value employees as people as a whole. This includes recognizing that they also have a life outside of work. For years, surveys among younger people in particular have repeatedly shown that they value this when choosing their employer.

We conducted the interview in 2022.